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Change is Good: You Go First!
Cathy J. Lassiter, Ed.D.
Andrea P. Tottossy, Ed.D.
About Us
ICLE Senior Fellows
About You
Mountaintops inspire leaders, but valleys
mature them.
Winston Churchill
Review and discuss the change literature to explain why school change initiatives fail
Explore the reasons and ways individuals and organizations resist change
Apply best practices for overcoming resistance to change
Consider an action plan to successfully implement a change initiative in 2016
Learning Outcomes
Change Literature
Learning Activity
Changes in Public Education
The Past 10 Years
FAILS!
Change in Schools…
“The pathology of American schools is that they know how to change. They knowhow to change promiscuously and at the drop of a hat. What schools do not know how to do is to improve… ”
– Richard Elmore
Reaction to Change
The Root of Resistance
Fear
Loss
Habits
Beliefs
Values
Loyalty
Competence
How People
Resist
• Defame
• Disrupt
• Distract
Change is Not Easy
People resist when they are given no clear reason to change course
People resist when they do not trust the person who tells them to change
People resist when they view the alternative as more frightening
People resist because to change may mean admitting failure
MacLean, (1992). Young Men and Fire
Level 1
Not understanding the
need for change
Level 2
Not trusting the
individual in charge of
the change
Level 3
Not believing the change
needed is necessary or
may view the change as
more frightening (skill)
Level 4
Not willing to admit they are
wrong and the system they
feel works perfectly is
actually broken
Dealing with
Resistors
The Four Levels
Level 1
Not understanding
the need for change
Level 2
Not trusting the
individual in charge of
the change
Level 3
Not believing the change
needed is necessary or
may view the change as
more frightening (skill)
Level 4
Not willing to admit
they are wrong and
the system they feel
works perfectly is
actually broken
How do
we
respond?
Monitor Strongly
Increase capacity and
consider the context
Develop relationships,
do not ostracize
Make a clear case
for change
Learning Activity
Identify the Level of Resistance in Your
School
Integrating Change Management Communications Into a Technology ProjectBy Martha J. Hudak, APR
How do leaders facilitate change?
Facilitating change depends on…
• Relational Trust
• Essential Practices to Building Trust for Change
Trust
• Identifying the order of change and differentiating interventions to address resistance
1st & 2nd Order Change
• Interaction Patterns Among Teachers and Leaders
Social / Professional
Capital
Relational Trust
Social Respect
Competence
Personal Regard
Integrity
1. Social Respect
Basic civility and a
willingness to listen deeply
to what each person has to
say
2. Competence
A sense that each party has
the ability to carry out its
appropriate roles and
produce desired outcomes.
4. Personal Regard
Mutual support and
mutual caring…extending
ourselves to and for others
3. Integrity
Congruence between
saying and doing…a sense
of morality and ethics is
operating… following
through with agreements
and commitments
What’s your strength?
Facilitating change depends on…
• Relational Trust
• Essential Practices to Building Trust for Change
Trust
• Identifying the order of change and differentiating interventions to address resistance
1st & 2nd Order Change
• Interaction Patterns Among Teachers and Leaders
Social / Professional
Capital
McREL’s Key Findings Miscalculating the magnitude
or “order” of change –negatively impacts student achievement.
Positive vs. negative impact on student achievement depends on the focus of change and understanding “order.”
Order (Size) of ChangeFirst Order Change Second Order Change
An extension of the past A break with the past
Within existing paradigms Outside existing paradigms
Consistent with prevailing values and norms
Conflicted with prevailing values and norms
Focused Emergent
Bounded Unbounded
Incremental Complex
Linear Nonlinear
Marginal A disturbance to every element of the system
Implemented with existing knowledge & skills
Requires new knowledge & skills to implement
Problem and solution oriented Neither problem- nor solution-oriented
Implemented by experts Implemented by stakeholders
Miscalculating the Size Matters…
Not all change is of the same magnitude
• “First Order” and “Second Order” change
• “First Order” change for some may be a “Second Order”change for others
• Leaders must “tailor” their practices based on the “order”of change they are leading
Differentiating Interventions to Address Resistance
Loss
• Rapport
• Empathy
• Assurance
• Clarify
Doubt
• Information
• Advantages
• Opinion Leaders
Pain
• Rapport
• Empathy
• Buddy System
One-Legged Interviews…
Schools are busy places Little time for extended
conversations Everything happens on
the run Quick hallway chats Critical opportunities
done frequently Available time is brief,
make it count
• How’s it going today with ________?• What do you see as strengths and
weaknesses of this approach?• Tell me more.
Facilitating change depends on…
• Relational Trust
• Essential Practices to Building Trust for Change
Trust
• Identifying the order of change and differentiating interventions to address resistance
1st & 2nd Order Change
• Interaction Patterns Among Teachers and Leaders
Social / Professional
Capital
Professional Capital
Capital must circulate if investments are going to grow… Human Capital must circulate in order to promote organizational capacity…
Social Capital Equals…
Frequencyand focus ofconversations
✚Interactionswith peers oninstruction
Examined the relationship between human and social capital
Human capital measures included individual teacher qualifications, experience, and ability to teach
Social capital was measured in terms of the frequency and focus of conversations and interactions with peers that centered on instruction
Building Social Capital
Building Social Capital
Leana confirms a well-known finding that…
patterns of interaction among teachers and between teachers and administrators that are focused on student learning make a large and measurable difference in student achievement and sustained improvement – Social Capital
• Individuals won’t change in large numbers, unless development becomes a persistent collective enterprise
High Social/Human Capital
Teachers who were both more able (high human capital), and had stronger ties with their peers (high social capital) prompted the biggest gains in mathematics achievement
Low-ability teachers perform as well as teachers of average ability “if they have strong social capital in their school”
Building social capital…
Creating structures and
routines that enhance
collaboration, group
learning, and information
sharing among teachers.
Facilitating change depends on…
• Relational Trust
• Essential Practices to Building Trust for Change
Trust
• Identifying the order of change and differentiating interventions to address resistance
1st & 2nd Order Change
• Interaction Patterns Among Teachers and Leaders
Social / Professional
Capital
“Organizational leadership must inspire the education community, create a culture
for change, and do away with structures, rules and practices that are impediments
to effective and efficient instruction.”
—Bill Daggett, Founder and Chairman, ICLE
Organizational Leadership
Your Next Move….
Thank You!
[email protected] [email protected]
International Center for Leadership in Education:
1587 Route 146Rexford, NY 12148
Phone (518) 399-2776www.leadered.com [email protected]
